So, I looked at the Complaint. The suit is in Federal court as Cause No. 24-CV-611. As someone who files lawsuits on behalf of employees all the time, other than the extraneous allegations *not* based on age discrimination, my opinion, its not the strongest case. It lacks any direct evidence of age discrimination, and its circumstantial evidence of age discrimination strikes me as the sort of thing easily rebutted. I would not file a case based on the age discrimination presented. Then, there is the allegation of retaliation for complaining about age discrimination: Coach M. did apparently file his complaint with the EEOC while still employed. Good, I like that. But the alleged retaliation - the silent treatment, excluded from meetings, social occasions - are also fairly easily rebutted. Heck, most employers tell management to be super careful around someone who has filed a complaint of discrimination. So, some silence is almost expected.
He says he was denied severance. I know someone here thinks Montigel *was* actually offered severance. But, if so, that might be the best evidence of disparate treatment, if true. Still, this is thin evidence. I would probably not file this sort of suit - except for the extraneous, salacious allegations. Those sorts of things do make employers nervous. But, of course, I generally avoid BS lawsuits, so maybe I would not file a case if all we had was salacious details, which almost certainly would not be admissible.
Someone asked who the plaintiff lawyer is: Rogge Dunn. I do not know the firm, and am familiar with most of the most active Dallas, Ft Worth employment lawyers. We are a fairly small group in the state.